54% of small businesses handle employment matters themselves, research shows. And that’s because far too many small business owners consider HR to be a time-consuming task so it’s an easier step to neglect. Until it blows up in their face. In fact, less than 50% of small business owners are confident in how their company handles HR matters and that’s because they pass on HR responsibilities to employees with little to no training in the field. If this sounds exactly how you’re handing your own human resources for small business then know you’re not alone. Like we said, over half of small businesses do everything on their own. Why hire a professional or use top solutions to make this an easier process? Ahh, but that’s where the real trouble begins. As businesses continue to address the impact of the COVID-19 pandemic on their business, demands on HR professionals and business owners continue to grow. More than one-third of businesses have reevaluated their existing HR solution as a result of the pandemic. Now is the time to leverage our comprehensive Viagold HR technology, put insights into action, and get back to business with the help of Viagold. Develop effective strategies and more confidently tackle your current and future HR challenges with the help of our comprehensive human resource solutions:
Flexible next-generation mobile technology designed to simplify tasks for HR teams, administrators, and employees.
Dedicated, proactive HR professionals who average 8 years of tenure.
Help planning, managing, and complying with all aspects of HR.
Reliable advice and guidance to help you make decisions throughout the employee experience.
Scope Of Work - human resource performance management and outsourcing services
Operational Policies And Procedures
Review Of Existing Human Resource Infrastructure; provide recommendations and. Strategies for development of revised and/or new processes, programs and practices on Human Resources matters.
Performance Management Practices
Develop performance appraisal process and train Directors/Managers on goal setting, leadership and communication as they relate to company operational values.
Recruiting, Selection And Delivery
Design recruiting, selection and orientation programs. Provide support to managers in implementing such programs.
Directors/Managers Training
Determine appropriate training and provide administrative support to deliver training.
Human Resources Basics — Mistakes To Avoid
Hiring the Wrong Person
When you’re looking to fill an open position, you may be tempted to fill it as fast as possible. This means that you could easily hire the wrong person, someone who doesn’t fit the company culture and this only leads to problems in the workplace, to the point where you will need to replace them and start the process all over again.
Not Setting Job Descriptions
Setting “open-ended” job descriptions may seem like an easy win, but you are much better off telling your employees exactly what is expected. You can never hire the right person if you don’t know what specific role and responsibilities are in their lap.
Poor Onboarding
When you hire the right person for the job and to fit the company culture, you want to keep them around for a long period of time. That’s the goal. And the only way to truly achieve that is through an efficient onboarding process. After all, 15% of employees said that an ineffective onboarding program was why they left the company.
Performance Isn’t Documented
HR managers must record and document all performance reviews, meetings, and issues. If any problems arise, from job performance to attitude, then you need to discuss it one-on-one with the employee to create a plan of action. And everything, from the time the problem was noted to your first meeting with the employee, must be documented. You need this information if you need to let the employee go, otherwise you’re open to legal action. On the other hand, performance reviews also show an employee’s progression so that they can receive a raise, a promotion, new responsibilities, etc.
Poorly Kept Employee Handbook
HR managers must keep a current employee handbook so that it accurately reflects company policies and procedures. In addition, it should include discrimination policy, harassment policy, vacation requests, drug and alcohol policy, and background checks that must reflect the most current laws.
Ignoring Employment Laws
It goes without saying, but the HR department, and especially the company, are responsible for following the employment laws where your business is located. If you ignore or purposefully disregard the law then you are not protected from legal action or other problems that may come up.
Improper Classification of Employees
You must classify your employees properly: regular vs. temporary; full-time vs. part-time; and, exempt vs. non-exempt. And maybe you have contract employees as well.
We looking for
54% of small businesses handle employment matters themselves, research shows. And that’s because far too many small business owners consider HR to be a time-consuming task so it’s an easier step to neglect. Until it blows up in their face. In fact, less than 50% of small business owners are confident in how their company handles HR matters and that’s because they pass on HR responsibilities to employees with little to no training in the field. If this sounds exactly how you’re handing your own human resources for small business then know you’re not alone. Like we said, over half of small businesses do everything on their own. Why hire a professional or use top solutions to make this an easier process? Ahh, but that’s where the real trouble begins. As businesses continue to address the impact of the COVID-19 pandemic on their business, demands on HR professionals and business owners continue to grow. More than one-third of businesses have reevaluated their existing HR solution as a result of the pandemic. Now is the time to leverage our comprehensive Viagold HR technology, put insights into action, and get back to business with the help of Viagold. Develop effective strategies and more confidently tackle your current and future HR challenges with the help of our comprehensive human resource solutions:
Scope Of Work - human resource performance management and outsourcing services
Operational Policies And Procedures
Review Of Existing Human Resource Infrastructure; provide recommendations and. Strategies for development of revised and/or new processes, programs and practices on Human Resources matters.
Performance Management Practices
Develop performance appraisal process and train Directors/Managers on goal setting, leadership and communication as they relate to company operational values.
Recruiting, Selection And Delivery
Design recruiting, selection and orientation programs. Provide support to managers in implementing such programs.
Directors/Managers Training
Determine appropriate training and provide administrative support to deliver training.
Human Resources Basics — Mistakes To Avoid
Hiring the Wrong Person
When you’re looking to fill an open position, you may be tempted to fill it as fast as possible. This means that you could easily hire the wrong person, someone who doesn’t fit the company culture and this only leads to problems in the workplace, to the point where you will need to replace them and start the process all over again.
Not Setting Job Descriptions
Setting “open-ended” job descriptions may seem like an easy win, but you are much better off telling your employees exactly what is expected. You can never hire the right person if you don’t know what specific role and responsibilities are in their lap.
Poor Onboarding
When you hire the right person for the job and to fit the company culture, you want to keep them around for a long period of time. That’s the goal. And the only way to truly achieve that is through an efficient onboarding process. After all, 15% of employees said that an ineffective onboarding program was why they left the company.
Performance Isn’t Documented
HR managers must record and document all performance reviews, meetings, and issues. If any problems arise, from job performance to attitude, then you need to discuss it one-on-one with the employee to create a plan of action. And everything, from the time the problem was noted to your first meeting with the employee, must be documented. You need this information if you need to let the employee go, otherwise you’re open to legal action. On the other hand, performance reviews also show an employee’s progression so that they can receive a raise, a promotion, new responsibilities, etc.
Poorly Kept Employee Handbook
HR managers must keep a current employee handbook so that it accurately reflects company policies and procedures. In addition, it should include discrimination policy, harassment policy, vacation requests, drug and alcohol policy, and background checks that must reflect the most current laws.
Ignoring Employment Laws
It goes without saying, but the HR department, and especially the company, are responsible for following the employment laws where your business is located. If you ignore or purposefully disregard the law then you are not protected from legal action or other problems that may come up.
Improper Classification of Employees
You must classify your employees properly: regular vs. temporary; full-time vs. part-time; and, exempt vs. non-exempt. And maybe you have contract employees as well.